P&S Staff Guide
PS
Human Resource Services
http://www.uni.edu/hrs
P&S Staff Guide
Notice
The P&S Staff Guide has been prepared to help you become familiar with the University
and try to make your transition smooth and effective. It is neither a contract nor an
agreement of employment for a definite period of time; rather, it is a summary of
University policies, procedures, and benefits you enjoy as an employee. From time to
time, conditions or circumstances may require the University to change, amend, or
delete some of the policies and procedures and/or benefits contained in this document.
Table of Contents
Notice .............................................................................................................................2
Table of Contents ..........................................................................................................2
1.0 Welcome Message from President Ruud............................................................... 4
2.0 Human Resource Services Staff ............................................................................ 5
3.0 General UNI Information .........................................................................................6
3.1 UNI Mission Statement .......................................................................................... 7
3.2 Americans with Disabilities Act (ADA) Policy ......................................................... 7
3.3 Smoking and Tobacco Use Policy ......................................................................... 7
3.4 Campus Security and Crime Statistics ................................................................... 8
3.5 Discrimination and Harassment Policy .................................................................. 8
3.6 Violence Free Campus .......................................................................................... 8
3.7 Genetic Information Nondiscrimination Act (GINA) ................................................ 9
3.8 Conflict of Interest (Nepotism) Policy ..................................................................... 9
3.9 Telework Policy ..................................................................................................... 9
3.10 Drug and Alcohol Policy .................................................................................... 10
3.11 Conflict of Interest of Public Officers & Employees Policy .................................. 10
3.12 Gift Policy .......................................................................................................... 10
3.13 Health and Safety Procedures ........................................................................... 11
3.14 UNI Alert System ............................................................................................... 13
3.15 Adverse Weather Conditions ............................................................................. 13
3.16 My UNIverse...................................................................................................... 14
3.17 Personal Emergency Contacts .......................................................................... 14
4.0 Compliance and Equity Management .................................................................. 14
5.0 Administrative Organization ................................................................................. 16
6.0 UNI Employment Opportunities ........................................................................... 16
6.1 Employment Opportunities .................................................................................. 16
6.2 UNI Equal Opportunity Policy .............................................................................. 16
6.3 Position Openings and Placement Standards ...................................................... 16
7.0 P&S Positions ........................................................................................................ 17
7.1 Definition-P&S Positions ...................................................................................... 17
7.2 Appointment and Service Status.......................................................................... 17
7.3 P&S Policies and Procedures .............................................................................. 19
8.0 Performance Appraisal Program .......................................................................... 19
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University of Northern Iowa
9.0 Reduction in Force Proceedings .......................................................................... 19
10.0 P&S Council ......................................................................................................... 19
11.0 P&S Staff Compensation Plan ............................................................................ 20
11.1 Entrance Salary ................................................................................................. 20
11.2 Merit Increases .................................................................................................. 20
11.3 Compensation with Promotion ........................................................................... 20
11.4 Compensation with Transfer .............................................................................. 20
11.5 Compensation with Special Position Assignment .............................................. 20
11.6 Compensation with Position Reclassification ..................................................... 21
11.7 Compensation with Part-Time Service ............................................................... 21
11.8 Special Compensation ....................................................................................... 21
12.0 Classification Plan .............................................................................................. 22
12.1 Evaluation Factors ............................................................................................. 22
13.0 Complaints and Grievances ............................................................................... 23
14.0 Payroll ..................................................................................................................23
14.1 Payroll Staff Contact Information ....................................................................... 24
15.0 Holidays & Leaves ............................................................................................... 25
15.1 Holiday Leave.................................................................................................... 25
15.2 Sick Leave ......................................................................................................... 25
15.3 Sick Leave Vacation Conversion Benefit ........................................................... 25
15.4 Court and Jury Service Leave ........................................................................... 26
15.5 Family Caregiving Leave, Funeral Leave, and Pallbearer Leave ....................... 26
15.6 Vacation Leave.................................................................................................. 26
15.7 Military Leave .................................................................................................... 27
15.8 Adoption Leave ................................................................................................. 27
15.9 Family Medical Leave Act .................................................................................. 27
16.0 Employee Assistance Program .......................................................................... 27
17.0 Learning and Development................................................................................. 28
17.1 Learning and Professional Development ........................................................... 28
17.2 Staff Tuition Reimbursement Program ............................................................... 28
18.0 Other Employee Resources ................................................................................ 29
18.1 Employee Well-being......................................................................................... 29
18.2 Recreation Services .......................................................................................... 29
18.3 Child Development Center................................................................................. 29
19.0 Appendix: Contact Information .......................................................................... 31
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P&S Staff Guide
1.0 Welcome Message from President Ruud
We are pleased you have joined the UNI family! ALL
employees play an important role at UNI as we work
together to provide a student-centered approach to
exceptional undergraduate and graduate education
programs.
Great service is a hallmark of UNI, and it is important
both internally and externally that we provide
exceptional service to our colleagues, students and
campus visitors. We have a rich academic
heritage, 100,000-plus alumni, and outstanding
faculty and staff working to provide all students with
the amenities of a large university in a personalized
setting.
Our university community is vibrant and exciting. I
invite you to explore the wealth of opportunities
available and take advantage of the many activities
our university and the Cedar Valley have to offer. I
hope you consider attending musicals, plays and
intercollegiate athletic events to support our students
and engage with the UNI community.
I am confident you will find your professional
connection with the University of Northern Iowa to be
challenging, fulfilling and enjoyable.
Purple for life!
Bill Ruud
10th President of the
University of Northern Iowa
http://www.uni.edu/president
president@uni.edu
1 Seerley Hall
University of Northern Iowa
Cedar Falls, IA 50614-0705
Bill Ruud
4
University of Northern Iowa
2.0 Human Resource Services Staff
This information can also be found online at http://www.uni.edu/hrs. View the University
interactive organizational chart at
https://java.access.uni.edu/HROrganizationalChart/faces/index.jspx
Contact
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Position
Phone Number
Email Address
A.Jay Behnke
HRIS Specialist
(319) 273-2572
ajay.behnke@uni.edu
Michelle Byers
Director
(319) 273-6432
michelle.byers@uni.edu
Therese Callaghan
Employee Health &
Wellbeing Coordinator
(319) 273-6164
therese.callaghan@uni.edu
Angie Chaplin
Faculty Employment
Coordinator
(319) 273-3536
angie.chaplin@uni.edu
Miranda Cornish
Secretary III, Benefits
(319) 273-2423
miranda.cornish@uni.edu
Tammi Dean
Clerk IV, HRIS
(319) 273-7734
tammi.dean@uni.edu
Melissa Engdahl
P&S Employment
Coordinator
(319) 273-6300
melissa.engdahl@uni.edu
Lisa Frush
Employment Manager
(319) 273-6060
lisa.frush@uni.edu
Tresa Habinck
Clerk IV, Merit
(319) 273-2503
tresa.habinck@uni.edu
Joan Johannes
Clerk IV, P&S
(319) 273-3424
joan.johannes@uni.edu
Scott Klahsen
Merit Employment
Coordinator
(319) 273-6110
scott.klahsen@uni.edu
Beth Kuehl
HRIS Administrator
(319) 273-3425
beth.kuehl@uni.edu
Jesse Lahmann
Benefits Coordinator
(319) 273-2423
jesse.lahmann@uni.edu
Katie Unland
Benefits Administrator
(319) 273-2423
katie.unland@uni.edu
Carissa Yauslin
Clerk IV, HRIS
(319) 273-2422
carissa.yauslin@uni.edu
P&S Staff Guide
3.0 General UNI Information
The University of Northern Iowa was established in 1876 in Cedar Falls, Iowa, as the
Iowa State Normal School, "A school for the specific instruction and training of teachers
for the common schools of the state." Renamed the Iowa State Teachers College in
1909 and the State College of Iowa in 1961, the institution gained its present status in
1967.
Evolution from a state college to a University entailed a broadening of offerings,
development of more specialized undergraduate and graduate programs, and greater
emphasis on research and public professional services. The University of Northern Iowa
has grown from a school with four faculty, three staff, and 27 students on a 40-acre
campus to a University with around 650 faculty and more than 12,000 students on an
940-acre campus.
UNI offers more than 90 undergraduate majors in four colleges, including the Colleges of
Business Administration, Education, Humanities, Arts & Sciences, and Social and
Behavioral Sciences. Through these colleges, six different undergraduate degrees can
be earned: Bachelor of Arts, Bachelor of Fine Arts, Bachelor of Liberal Studies, Bachelor
of Music, Bachelor of Science, and Bachelor of Technology.
The University also offers several graduate degrees. The Graduate College provides a
Master of Accounting, Master of Arts, Master of Arts in Education, Master of Business
Administration, Master of Music, Master of Public Policy, Master of Science, Master of
Social Work, Specialist in Education, Specialist in Science, Doctor of Education, and
Doctor of Technology.
UNI has many other opportunities as well. The University
has more than 250 organizations including special interest
If you would like to
clubs, sororities and fraternities, religious groups and
contact UNI for more
academic honoraries. UNI competes in 15 men’s and
information, please call
women’s athletic teams at the NCAA Division I level in the
(319) 273-2311.
Missouri Valley Conference-excluding the football and
wrestling teams. The Panther football team is in the FCS
division in the Missouri Valley Football Conference. The
Panther wrestling team competes in the Mid-American Conference.
The University has an overall set of policies and procedures that affect students, faculty,
and staff. Some of the Policies and Procedures are discussed specifically later in this
section. However, if you would like access to the complete listing of UNI Policies and
Procedures, please visit http://www.uni.edu/policies/.
UNI along with the state’s other public universities, two special schools, and other
affiliated centers, is governed by the Board of Regents, State of Iowa. To learn more,
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University of Northern Iowa
please visit their website at http://www.regents.iowa.gov/index.html. To view their policy
manual, please visit http://www.regents.iowa.gov/Policies/tableofcontents.html.
The University utilizes EthicsPoint to provide for the anonymous and confidential
reporting of activities that may involve criminal, unethical or inappropriate behavior that
violates the law or policies of the University or Board of Regents/State of Iowa. You may
file a report on the EthicsPoint website at
https://secure.ethicspoint.com/domain/media/en/gui/10957/index.html or by calling
EthicsPoint toll free at 866-ETHICSP (866-384-4277).
3.1 UNI Mission Statement
The University of Northern Iowa is a comprehensive institution dedicated to providing a
personalized learning environment, founded on a strong liberal arts curriculum. It is
committed to being an intellectually and culturally diverse community. The University
focuses both on undergraduate education, and on selected masters, doctoral, and other
graduate programs. It is characterized by excellence in three areas: teaching and
learning; research, scholarship, and creative work; and service. Through its varied
endeavors, UNI shares its expertise with, and provides service to, individuals,
communities, and organizations throughout the state, the nation, and the world. For
more information, please visit http://www.uni.edu/provost/strategic-plan.
3.2 Americans w ith Disabilities Act ( ADA) Policy
It is the policy of the University of Northern Iowa that no qualified student, staff, faculty,
or visitor with a disability shall, by reason of such disability, be excluded from access to,
participation in, or be denied the benefits of the services, programs, or activities of the
University or be subjected to discrimination because of such disability. For further
information, please visit the disability website at http://www.uni.edu/disability. You can
also contact Therese Callaghan in Human Resource Services at
therese.callaghan@uni.edu or via telephone at (319) 273-6164, or the Office of
Compliance and Equity Management via telephone at (319) 273-2846.
3.3 Smoking and Tobacco Use Policy
The policy of the University of Northern Iowa is to provide a smoke and tobacco-free
environment for its students, faculty, staff, administrators, visitors and the general public
on campus. Smoking and use of tobacco products are prohibited on university owned or
leased property, and in university vehicles and any vehicle located on university
property. This policy applies to all events and persons on campus or on owned and
leased property, but not limited to students, faculty, staff, contracted personnel, vendors
and visitors to the university.
For purposes of this policy, the phrase “smoking and use of tobacco products” is defined
as the smoking of tobacco via cigarettes, cigars or pipes or the use of devices or
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P&S Staff Guide
products that may be used to smoke or mimic smoking including water pipes (hookahs),
vaporizers, electronic cigarettes, etc. and the use of smokeless tobacco including snuff
and chewing tobacco. No Smoking/No Tobacco Use signs shall be posted at all
entrances to university owned or leased buildings.
The Iowa Smokefree Air Act enacted in 2008, establishes prohibitions for smoking in
places of employment and on school grounds, including institutions governed by the
Board of Regents, State of Iowa pursuant to Iowa Code section 262.7. To view the full
Smoking and Tobacco Use Policy, visit http://www.uni.edu/policies/810
3.4 Campus Securit y and Crime Statisti cs
In compliance with the Jeanne Clery Disclosure of Campus Security Policy and Campus
Crime Statistics Act., information on crime statistics for recent years, Public Safety
personnel and programs, building access, reporting crimes, safety suggestions, and
policies, programs, and services regarding alcohol, drugs, and sexual abuse, is available
in the UNI Annual Security and Fire Report.
A paper copy is available from the Department of Public Safety, 030 Gilchrist Hall,
University of Northern Iowa, Cedar Falls, IA 50614.
3.5 Discrimination and Harassment Policy
It is the policy of the University of Northern Iowa that there will be equal employment and
educational opportunity without regard to age, color, creed, disability, gender identity,
national origin, race, religion, sex, sexual orientation, veteran status, or any other basis
protected by federal and/or state law. This includes the provision of a campus
environment that is free from illegal discrimination and harassment. The University will
not tolerate any form of illegal discrimination or harassment and will not condone any
actions or words that constitute such.
All members of the University community are accountable for compliance with this
policy. All University employees shall report all suspected incidents of discrimination or
harassment. The University is committed to eliminating illegal discrimination and
harassment, wherever they occur in the University community, by taking corrective
action as a result of violations of this policy. Violations may lead to disciplinary action up
to and including separation from the University. For the full policy and reporting options,
please visit http://www.uni.edu/policies/1302/.
3.6 Violence Free Campus
This policy is intended to enhance the safety and security of students, employees and
visitors at the University, and provides guidelines and procedures for managing issues
related to campus safety.
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University of Northern Iowa
Violence impedes the goal of providing a safe living, learning, and working environment.
Violence is contrary to the mission of the University and will not be tolerated. The term
“violence” as used and defined in this policy includes violent acts, threats or implied
threats of violence, and intimidation (verbal or physical acts which frighten or coerce),
including those acts conducted via technology. All students and employees of, and
visitors to, the University of Northern Iowa are covered by this policy. This policy applies
to all property owned or used by the University (hereafter referred to as “campus”) as
well as conduct at University related activities. Any person responsible for violence may
be subject to discipline, removal from campus, legal action, and/or other appropriate
action. For the full policy, please visit http://www.uni.edu/policies/710.
3.7 Genetic Information Nondiscriminat ion Act (GIN A)
Genetic Information Nondiscrimination Act (GINA) prohibits discrimination in
employment based on genetic information and restricts acquisition and disclosure of
genetic information. Genetic Information includes an individual’s genetic tests, genetic
tests of family members, an individual’s family medical history, requests for genetic
services, or genetic information of a fetus. While it is each individual's choice whether or
not to share personal information, employees are encouraged not to disclose genetic
information, of themselves or family members, to co-workers or supervisors. This is not
to stifle open communication and camaraderie; however, employees need to understand
the full implications of sharing such information. The best practice for compliance under
GINA is to not discuss genetic information in the workplace. For more information on
GINA, please visit http://www.uni.edu/hrs/bestpractices/gina.
3.8 Conflict of Inter est (Nepotism) Poli cy
No employee may participate in the decision to hire, retain, promote, grant tenure to or
determine the salary of an immediate family member. For more information on this policy
visit the following websites: http://www.uni.edu/policies/403/ and
http://www.regents.iowa.gov/Policies/Chapter%204/chapter4.11.htm.
3.9 Telew ork Policy
Telework is any work arrangement that allows employees to work outside of their
primary worksite at an alternate location on a regular basis. UNI provides telework
arrangements to employees when it is mutually beneficial to both the University and the
employee. Approval of telework arrangements will be made on a case by case basis. A
telework arrangement does not change the terms and conditions of employment with the
University. For more information about the Telework Policy and process as well as links
to the request and agreement forms, visit http://www.uni.edu/policies/426.
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P&S Staff Guide
3.10 Drug and Alcohol Policy
It is the policy of the University of Northern Iowa and the Board
of Regents to provide for a drug-free workplace and learning
environment. Alcohol and drug abuse pose a threat to the
health and safety of University faculty, staff, students, and
visitors. The unlawful manufacture, distribution, dispensation,
possession or use of a controlled substance by employees and
students on property owned or leased by the University of
Northern Iowa or in conjunction with a University-sponsored
activity is prohibited.
For more information
contact UNI Substance
Abuse Services at (319)
273-2137 or via their
website at
http://www.uni.edu/well
rec/wellness/subabuse/
Students who violate this policy may receive any of a number of
sanctions including an official warning, conduct probation,
suspension, expulsion, or referral for prosecution, and may be
required to pay for any damages they caused. Depending upon
the circumstance, participation in an educational program
and/or a treatment program may also be required.
Employees who violate this policy may be referred for an educational/treatment program
and may be subject to disciplinary action including a formal reprimand, being placed on
enforced leave status, suspension, termination and/or referral for prosecution. Please
refer to the full UNI Drug and Alcohol policy at http://www.uni.edu/policies/413.
3.11 Conflict of Interest of Public Officers & Empl oyees Policy
The Board of Regents has a comprehensive policy as to what constitutes a conflict of
interest (Chapter 7.08) . The policy, in general, provides that Regent employees shall not
sell any goods or services to any Regent institution if the value exceeds $1,000 per
transaction or $2,000 annually unless pursuant to pre-approval by the Board of Regents.
Further, any employee who has an ownership interest in, executive position, or other
remunerative relationship with prospective suppliers of goods or service, shall not
participate in preparing of specifications, qualifying vendors, or selecting of final vendor
for award. For more information on exceptions Jon Westhoff in the Office of Business
Operations at (319) 273-6246 or via email at jon.westhoff@uni.edu.
3.12 Gift Policy
A public official, public employee, or member of their immediate family (defined as
spouse or dependent or minor children) is prohibited from soliciting, accepting, or
receiving gifts from a “restricted donor” (as defined by law).
Similarly, employees may not offer or give gifts to state officials, legislators, public
employees, candidates, etc. A person may not join with others to offer or make such a
gift.
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University of Northern Iowa
Food, drink, or other non-monetary items may only be accepted or given as “gifts” if their
value is three dollars or less.
Any employee who does not comply with this section of the law would be guilty of a
serious misdemeanor and may be subject to job-related discipline.
Questions concerning this policy should be directed to Tim McKenna, (319) 273-3241 or
tim.mckenna@uni.edu. For more information about this policy, please visit the Board of
Regents website at http://www.regents.iowa.gov/Policies/Chapter%204/chapter4.39.htm.
3.13 Health and Saf et y Procedur es
Bomb Threats:
Any communication received by a staff member pertaining to a bomb threat should be
relayed to the UNI Police immediately at (319) 273-4000.
Severe Weather:
Severe Weather Shelter Areas have been established in every building for use in
emergency conditions. All employees should familiarize themselves with the locations of
the Severe Weather Shelter Areas within their buildings by visiting
http://www.vpaf.uni.edu/ehso/acad-shelters.shtml. There are several methods of warning
employees when to take shelter:
Black Hawk County Warning System: This is a system of outdoor sirens that, when
activated, mean take immediate shelter. This system is tested on the first
Wednesday of each month at 11 a.m.
UNI Alert: This system notifies the campus community of emergencies and threats
to physical safety using cell phone, landline phone, e-mail, and text-messaging.
UNI Loudspeaker System: This system is a network of loudspeakers across
campus that will be used to notify the campus community of emergencies and
threats to physical safety using either a siren or voice messaging.
Fire Alarm:
The fire alarm warning systems within buildings may be either bells, horns or electronic
announcements activated by smoke or heat detectors. They may also be activated by
pulling the lever on one of the manual fire alarm pull stations located in the corridors of
each building.
In case of fire:
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•
Activate the fire alarm system by pulling the lever on the pull station.
•
Evacuate the building closing doors behind you and assemble in a remote
location for a head count (do not attempt to put out fire unless trained in the
proper use of fire extinguishers).
•
Call UNI Police: (319) 273-4000.
P&S Staff Guide
•
Call Cedar Falls Fire: 9-911 on campus phone or 911 on cell phone.
All Staff members are expected to familiarize themselves with the locations and
operations of fire alarm pull stations and extinguishers.
Chemical Safety:
Staff members are encouraged to take an active role in identifying potential hazards
including unlabeled or deteriorated products, and bringing them to the attention of their
supervisor and/or the Environmental Safety Specialist at (319) 273-3445.
The University Hazard Communication program requires:
•
Departments to create hazardous chemical lists to identify and monitor
hazardous chemicals on campus.
•
Departments to keep Material Safety Data Sheets (MSDS) on chemicals and
products used by their employees.
•
Training for all new employees working with chemicals. Training needs to include
detecting the presence or release of hazardous chemicals, the physical and
health hazards associated with the chemicals, and protective measures to be
taken when using these chemicals. Training must also include where the MSDS
are kept and how to read them.
•
Re-training of current employees when new chemicals are introduced to their
area.
Work Related Injuries:
In compliance with the Workers’ Compensation law, the University provides benefits to
eligible employees who have injuries that occur while on the job. Faculty, Staff, and
Student employees, who feel they are injured during the course of employment, should
report all injuries to their supervisor immediately. After ensuring the employee receives
proper medical care, a First Report of Injury form should be completed by the supervisor
within 24 hours of the injury being reported. The First Report of Injury form can be found
on the forms repository at: http://www.uni.edu/hrs/sites/default/files/mybenefits/FROI.doc
For more information on Workers' Compensation please visit:
http://www.uni.edu/hrs/mybenefits/workerscomp.
Other information regarding employee safety and health may be found at the UNI
Environmental Health and Safety website at http://www.vpaf.uni.edu/ehso/index.shtml.
Reporting Safety Concerns:
Employees are asked to report any known safety concerns, such as structural building
problems, potentially unsafe equipment, tripping/fall hazards, unsafe working conditions,
or other unsafe conditions impacting the campus community.
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University of Northern Iowa
•
Concerns regarding snow and ice removal should first be reported to Grounds
Services by calling 319-273-4400.
•
For concerns that pose a serious and immediate threat to safety, please call the
UNI Police at (319) 273-4000 so they can secure the area. For concerns about
faculty, staff, students, or guests, please go to www.uni.edu/safety and contact
the appropriate office based on the criteria listed.
•
If you know a person is at risk of suicide, a threat of harm to others, or exhibiting
severely disorganized, psychotic or out-of-control behavior, immediately dial 911
or call UNI Police at (319) 273-4000.
Other safety concerns may be reported online at
http://www.uni.edu/healthsafetycommittee/report-safety-concern.
3.14 UNI Alert Syst em
The UNI Alert System notifies the campus community of emergencies and threats, such
as tornado, violence, hazardous material incident, cancelled classes, University closure,
etc. Students, faculty, and staff are simultaneously notified by cell phone, landline
phone, email, and text messages when a threat or campus emergency is identified. The
entire campus community can be notified in about 20 minutes.
The system automatically includes all current students, faculty, and staff that are located
on campus and have provided their information in the UNI Directory. If your information
is not up-to-date or if you would like to change/add an alert method or add additional
contacts (such as a spouse or family member), you can do so by accessing your
MyUNIverse account and clicking on Update my personal information/UNI Alert tab. For
additional information about the UNI Alert System please visit the following website,
http://www.uni.edu/resources/alert.
3.15 Adverse Weather Conditions
It is the policy of the University to generally maintain a regular schedule during periods of
severe weather. Employees have the opportunity to make their own decision about
reporting to work with due consideration for travel safety conditions. The Senior VicePresident for Finance and Operations may declare reduced operations due to a severe
weather emergency. Such declaration applies to faculty, staff, and students and may
involve a delayed start of the normal work schedule to permit safer travel, clearing of fire
lanes and parking lots, etc. Pre-designated employees (e.g. Public Safety, Residence
Custodial, University Health Services, Maintenance and Dining Service, Physical Plant,
Power Plant and Plant Service snow removal staff) are expected to make special efforts
to report or remain at work in order to provide food, health, and safety services to the
campus community and emergency repair and maintenance services of University
property. In rare cases, the University may be declared closed. For information about
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P&S Staff Guide
weather-related reduced operations or the closure of the University, employees should
sign up for the UNI Alert system, tune in to radio or television stations that have been
identified by University Relations for this purpose or refer to the UNI home page.
P&S employees would typically code the time missed as accrued vacation (nontemporary only) or unpaid leave unless other arrangements have been made with their
supervisor. For more information, visit the Adverse Weather web page at
http://www.uni.edu/hrs/mybenefits/adverse-weather.
3.16 M y UNI verse
My UNIverse, located on the UNI website (http://www.uni.edu), contains personalized,
on-line information for all faculty, staff, and students. My UNIverse can be used to
update personal information, access UNI email accounts, uncover campus events and
news, access the University calendar, complete timecards, view pay slips, locate
information on annual fringe benefits, and retrieve leave balances and reports.
3.17 Per sonal Emer genc y Contacts
In the event of an employee injury, sudden illness or emergency at work, it is important
to have accurate, up-to-date emergency contact information available so contacts can
be notified. Employees are encouraged to enter personal emergency contacts by
accessing your MyUNIverse account and clicking on Emergency Contact Info.
4.0 Compliance and Equity Management
The Office of Compliance and Equity Management serves the University of Northern
Iowa by:
•
Monitoring the University’s recruitment and employment procedures to ensure
diversity objectives are met and equal opportunity guidelines are adhered to
•
Compiling and reviewing the University’s statistical analysis and reports
concerning the workforce composition by race and gender, including the annual
Affirmative Action Plan
•
Receiving reports and complaints concerning alleged violations of civil rights and
works toward resolution through investigation, mediation and other methods
•
Overseeing compliance with various federal and state laws, executive orders,
rules and regulations, including but not limited to the:
o
Americans with Disabilities Act
o
Executive Order 11246
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University of Northern Iowa
•
•
o
Title VII of the Civil Rights Act of 1964
o
Title IX of the Education Amendments of 1972
Serving as the University liaison with outside civil rights agencies, including but
not limited to the:
o
Iowa Civil Rights Commission (ICRC)
o
Office for Civil Rights (U.S. Department of Education)
o
Equal Employment Opportunity Commission (EEOC)
o
Office of Federal Contract Compliance Programs (OFCCP)
Supporting, leading and participating in efforts toward establishing and
maintaining a culture which embraces diversity as a core value
If you would like further information about the Office of Compliance and Equity
Management, please visit their website at http://www.uni.edu/equity/.
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P&S Staff Guide
5.0 Administrative Organization
The University of Northern Iowa is governed by the Iowa
State Board of Regents. The nine-member board is
appointed by the Governor, with approval of the General
Assembly. The Board of Regents maintains a central
office in Des Moines which is administered by an
executive secretary with the assistance of various other
staff members.
Detailed information of the
University's administrative
structure can be found in the
University of Northern Iowa
Policies and Procedures
Manual at
http://www.uni.edu/policies
The University of Northern Iowa is organized
administratively into divisions which include Academic
Affairs, Student Affairs, Finance & Operations, University
Advancement, and the President’s Office. The areas within each administrative section
are listed in detail at https://java.access.uni.edu/HROrganizationalChart/faces/index.jspx.
6.0 UNI Employment Opportunities
6.1 Employm ent Opportunities
For a listing of current open positions at the University of Northern Iowa, please visit the
Jobs@UNI page at http://jobs.uni.edu/.
6.2 UNI Equal Opportunit y Policy
The University has established its equal opportunity policy as follows:
No person shall be excluded from participation in, be denied the benefits of, or be
subjected to discrimination in employment, any educational program, or any activity of
the University, on the basis of age, color, creed, disability, ethnicity, gender identity,
genetic information, marital status, national origin, political affiliation, pregnancy, race,
religion, sex, sexual orientation, veteran or military status, or on any other basis
protected by federal and/or state law. The University of Northern Iowa seeks to prohibit
discrimination and to promote affirmative action in its educational and employment
policies and practices. Please refer to the full policy at: http://www.uni.edu/policies/1303/
6.3 Position Openings and Placem ent Standar ds
Information concerning University P&S position openings is in accordance with
affirmative action principles, communicated to potential candidates outside the institution
via advertisement, placement agencies, websites, etc. Like information is also circulated
throughout the University to permit qualified persons already serving within the institution
16
University of Northern Iowa
to apply. Candidates for P&S position openings are required to possess minimum
placement qualifications.
The primary standard for all University P&S position placements requires that the
candidate recommended be, in so far as can be determined, the best qualified applicant
available for the position. Candidates for placement with P&S positions are evaluated
without reference to race, sex, creed, age, disability, or other criteria prohibited by law.
7.0 P&S Positions
7.1 Definition- P&S Positions
University P&S position assignments are designed to aid in the attainment of goals and
objectives established in accordance with the mission of the institution. P&S staff assists
in the formulation and administration of institutional policies and aid in the execution of
academic, student, and administrative services as required with University operations.
7.2 Appointment and Ser vice Status
The appointment categories noted below are applicable for University P&S staff in
connection with permanent and temporary position assignments.
Temporary Appointment:
Designated for an uncertain period of time to complete a particular project or to carry out
certain duties and responsibilities. Appointments may be full- or part-time for an
appointment period which shall not extend beyond one year (12 months). Up to one year
of consecutive temporary service with a schedule of half time or more may be credited
toward a probationary appointment period when such service immediately precedes the
probationary appointment and a provision for credited service is specified in writing by
the University at the time the latter appointment is made.
Term Appointment:
Designated for a specific period of time required with a project, grant, contract, special
activity offering, or in connection with a program for which a limited funding period may
exist and/or renewed funding periodically may be required. Subsequent term
appointments involving a like service schedule may be granted. Up to two (2) years of
term service which involves a schedule of half time or more may be credited to a
probationary period when such service immediately precedes the probationary
appointment and a provision for credited service is, at the time of the latter appointment,
specified in writing.
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P&S Staff Guide
Contract Appointment:
Designated for an annual period paralleling an athletic program schedule. All staff
members holding a contract appointment in intercollegiate athletics shall execute a
written contract detailing the salary and benefits associated with the contract
appointment. Subsequent contract appointments may be granted. Up to one year of
contract service may be credited toward a probationary period when such service
immediately precedes a probationary appointment and a provision for credited service is,
at the time of appointment, specified in writing.
Probationary Appointment:
Designated for the staff member serving with a permanent P&S assignment during the
initial period of such University service. The probationary appointment continues for
three (3) to five (5) full fiscal years during which time the staff member's performance is
evaluated to determine whether the continuing service appointment is to be designated.
Probationary service credit continues to accrue when a staff member holding a
probationary appointment experiences a position reassignment as the result of
promotion, demotion, or transfer.
Continuing Service Appointment:
Designated upon successful completion of a probationary or provisional appointment.
Position rights and privileges conferred with a continuing service appointment remain
effective for the P&S staff member in the absence of an annual or provisional
appointment. Rights with respect to a continuing service appointment are forfeited for the
duration of an annual appointment and with a provisional appointment must be reestablished in accordance with applicable provisions.
Provisional Appointment:
Designated for the P&S staff member holding continuing service status when a
reassignment to a permanent position occurs with a promotion, demotion, or transfer
action. The provisional appointment is, at the time of position placement, designated for
a period of up to two (2) fiscal years.
Annual Appointment:
Designated for the P&S staff member serving in a position identified by University
administration as covered by the provision of the Board of Regents Procedural Guide
thus exempt from University P&S Staff Policies and Procedures relating to service rights
and privileges conferred with continuing service status. The annual appointment is
designated with position service involving major administrative assignments, policy
development, and/or other related exempt duties and responsibilities.
Notice of Non-Reappointment
A P&S staff member's appointment is considered to be renewed unless he/she is
specifically advised in writing of non-reappointment.
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University of Northern Iowa
7.3 P&S Policies and Procedur es
To view all P&S Policies and Procedures, please visit
http://www.uni.edu/hrs/sites/default/files/documents/ps_policies_procedures.pdf.
8.0 Performance Appraisal Program
The University Performance Appraisal Program for P&S staff is designed to evaluate the
accomplishments of individual staff members in terms of mutually agreed upon
performance objectives. Such objectives are identified by the P&S staff member and
his/her department head to insure consistency with formally established department and
division objectives and goals.
The appraisal program, with applicable forms and procedures, is designed to assist the
P&S staff member in assessing past performance and development of plans for future
action in cooperation with and under the guidance of his/her department head. Included
in such review and planning procedures is the development of objectives relating to both
position performance and personal professional development.
Performance appraisal proceedings are conducted annually; however, a more frequent
assessment of performance may be arranged as required with a position reclassification,
reassignment, promotion, or demotion. A staff member may also request from his/her
department head a performance appraisal at any time. For performance appraisal
information and forms please visit http://www.uni.edu/hrs/ps/perf-appraisal.
9.0 Reduction in Force Proceedings
In the event it becomes necessary for the University to reduce its P&S staff services as a
consequence of a shortage of funds, lack of work, revision in work, unit organization,
curtailment in program offerings, abolishment of position(s), or a like action, an effort will
be made to accomplish adjustment of staff through attrition, rotation and reassignment of
staff, adjusted service periods, and similar means provided such steps can be arranged
in a manner that will not impair the efficiency of affected service units of the University as
a whole. For additional information, view the full Reduction in Force proceedings within
the P&S Policies and Procedures at
http://www.uni.edu/hrs/sites/default/files/documents/ps_policies_procedures.pdf.
10.0 P&S Council
A Professional and Scientific Staff Council was established in 1978 for the purpose of
studying, formulating, and recommending to administrative officers of UNI policies of
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P&S Staff Guide
interest to Professional and Scientific employees. The Council, consisting of
representatives elected by division members, meets monthly during University office
hours. Meetings are open to the public unless voted into executive sessions. Meeting
notices, minutes, a list of members, and the Council’s constitution and bylaws can be
found at http://www.uni.edu/ps_council.
11.0 P&S Staff Compensation Plan
11.1 Entr ance Salar y
The salary for the P&S staff member joining the University normally will be established
within the first quartile range of the pay grade in which the position is classified. Only
when employment conditions affect recruitment effort or a candidate brings to a position
outstanding prior training and experience related directly to a position may an entrance
salary above the first quartile be qualified.
11.2 Merit Increases
The ability of the University to provide merit salary adjustments for P&S staff members
who demonstrate outstanding service is dependent upon the extent of funds
appropriated and limitations applicable, with such funding as salary allowances, are
determined.
11.3 Com pensation w ith Promotion
The exact amount of such increases are determined in part by the number of grades
involved in the promotion and by the anticipated future performance of the individual
promoted.
11.4 Com pensation w ith Transfer
The P&S staff member who is transferred from one position to another in the same pay
grade normally will receive no salary adjustment. The salary of the staff member who
experiences a transfer involving a change from a position in one pay grade to another
pay grade is adjusted in accordance with regulations regarding promotion or demotion.
11.5 Com pensation w ith Special Position Assignment
The P&S staff member who is given a special position assignment is compensated at
the minimum salary of the position pay grade for the duration of such services. If the
staff member is already compensated at a salary level equal to or above the minimum
salary for the pay grade to which the specially assigned position has been classified an
added salary allowance, if any, will be determined on the basis of the relationship
20
University of Northern Iowa
between former and new duty assignments, prior training and experience directly related
to position duties and like matters. If the position in which a P&S staff member serves
with a special assignment is in a pay grade lower than that in which regular service
occurs, the staff member will continue to be compensated at his/her regular salary
during the period of such assignment.
11.6 Com pensation w ith Position Reclassification
If a position is, as a result of restructuring, reclassified to a higher pay grade, the
"Compensation with Promotion" provision will be applied.
11.7 Com pensation w ith Part-Time Ser vice
Pay for part-time service within a P&S position is provided proportionately equivalent to
the salary for full-time service.
For a list of P&S compensation FAQ’s please visit
http://www.uni.edu/hrs/ps/compensation-faq.
11.8 Special Compensation
The special compensation policy establishes guidelines for the uniform and consistent
payment of special compensation to University of Northern Iowa (UNI) employees for
work which exceeds their normal duties. An employee’s base salary is full compensation
for the performance of his/her regular job duties and responsibilities, including any duties
which are not specified but are necessary to fulfill job functions. Special compensation
will be allowable provided that the additional work does not interfere with the fulfillment
of regular responsibilities, is conducted outside of or in addition to regularly scheduled
working hours, is approved by the division vice president before any work begins, and is
consistent with all policies of any program sponsor(s). For additional information on this
policy, visit http://www.uni.edu/policies/441.
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P&S Staff Guide
12.0 Classification Plan
The relative value of P&S positions other than contract appointments in intercollegiate
athletics has been established and is maintained on the basis of the University's P&S
Position Classification Plan. The classification plan was developed and continues to
operate on the basis of position description materials, which identify duties and
responsibilities applicable with existing P&S positions. Such descriptive materials are
revised as required when positions are restructured with realignment of duties and are
prepared when new positions come into existence.
Position description materials have permitted the University to complete and maintain an
evaluation of P&S positions on the basis of a point-rating comparison. The point-rating
comparison has resulted in each University P&S position being assigned to a numerical
value according to the evaluation factors cited below. Evaluation factors have been
defined and rating values established at specific degree levels within each factor. P&S
positions with similar value rating have been grouped according to eight grades or levels
of compensation. See salary matrix at http://www.uni.edu/hrs/ps/pay-ranges.
12.1 Evaluation Factors
1. Complexity of problems to be solved
2. Minimum skills and knowledge required
3. Interpersonal relationships ordinarily involved in day-to-day activities of the
position
4. Organization levels at which interpersonal relationships ordinarily occur
5. Nature of responsibility exercised within the content of the overall operations of
the University
6. Scope of functional responsibility exercised
7. Constraints on independent action within the position functions
8. Impact of independent actions on the attainment of goals for educational
programs and/or institutional development
9. Work pace/pressure/stress
10. Risk of harm or discomfort
For more information on the P&S classification process, visit
http://www.uni.edu/hrs/ps/classification.
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University of Northern Iowa
13.0 Complaints and Grievances
A P&S staff member has the right to present a matter, concern or dissatisfaction relating
to:
1. Interpretation, application, or alleged violation of written University or Board of
Regents policies and/or procedures governing conditions of employment, work
schedule, compensation (other than general salary schedule and general salary
adjustments)
2. Administrative action involving employer discrimination based on age, national
origin, physical disability, race, religion, sex, or other criteria prohibited by law.
(This process is not designed to resolve P&S position classification matters; such
conditions are undertaken with Position Classification Review proceedings.)
Failing resolution by informal means, the formal grievance procedure may be initiated.
Such procedure must be initiated no later than forty-five (45) working days following the
date the grievant(s) first became aware of, or should have become aware of, the
occurrence of such grievance; however, under no circumstances shall a grievance be
considered timely after six (6) months from the date of occurrence.
14.0 Payroll
23
•
Payday: The last University working day of the calendar month
•
Paycheck: In general, the method of payment is direct deposit, which allows the
employee’s net pay to be deposited into their bank account on payday.
Employees may view/print a copy of their pay slip and set up or make changes to
their payroll direct deposit by logging into Employee Self Service through
MyUNIverse. Additional information and instructions for Direct Deposit can be
found by visiting or contacting the Office of Business Operations.
•
Federal and State Income Tax Withholding: You can change your federal W-4
Form through MyUNIverse. Although we cannot advise you on amounts to have
withheld, Payroll can help you determine the withholding status, which will result
in approximately the amount you want, withheld each month.
•
W2 Delivery Options: As a cost saving measure and to provide a more timely
and convenient delivery method, UNI offers employees the opportunity to select
electronic delivery as the only method for receiving their W2 Form. To choose
this option, you must give permission electronically. Your W2 Form will be
available through UNI Employee Self Service in mid-January. If you choose to
continue to receive a printed copy, it will be mailed to the address on file and will
P&S Staff Guide
arrive on or before Jan. 31. For additional information and instructions for giving
permission for electronic delivery visit
http://www.vpaf.uni.edu/ebusiness/training_and_support/documents/w2_delivery
_preference.pdf
•
Timecards: For information on completing timecards or for approving timecards
for staff reporting to you, visit
http://www.vpaf.uni.edu/ebusiness/hr_applications/unitime_payroll.shtml
14.1 Pa yroll Staff Contact Information
For information about the following topics, please contact:
Topic
Contact
Phone Number
Child Support
Janice Rogers
(319) 273-6212
Payroll Manager
Linda Gruetzmacher
(319) 273-3003
Direct Deposit of Paycheck
Sherri Baldwin
(319) 273-2656
Foreign Employees
Janice Rogers
(319) 273-6212
Garnishments
Janice Rogers
(319) 273-6212
General Questions
Sherri Baldwin
(319) 273-2656
Labor Distribution Adjustments
Janice Rogers
(319) 273-6212
Labor Distribution Adjustments
for Grant Accounts
Michele Mullings-Shand
(319)273-6418
P&S Paychecks
Amy Stanbrough
(319) 273-7049
P&S Timecards
Sherri Baldwin
(319) 273-2656
Miscellaneous Deductions
Sherri Baldwin
(319) 273-2656
Paychecks Lost-in-Mail
Sherri Baldwin
(319) 273-2656
Sick Leave
Kim Andersen
(319) 273-6425
Student Payroll
Sherri Baldwin
(319) 273-2656
Timecard Creation
Sherri Baldwin
(319) 273-2656
Vacation
Kim Andersen
(319) 273-6425
W-2 Reissuance
Sherri Baldwin
(319) 273-2656
W-4 Tax Withholding
Janice Rogers
(319) 273-6212
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University of Northern Iowa
15.0 Holidays & Leaves
15.1 Holiday Leave
The University provides for eleven (11) holidays with continued earnings during a
calendar year period. Nine (9) holidays are scheduled as noted below while the two (2)
remaining days are designated unscheduled (personal) holidays. Unscheduled
(personal) holidays are accrued on a monthly basis and are added to the staff member's
vacation account.
•
New Year's Day
•
Martin Luther King's Birthday
•
•
Friday following Thanksgiving
Day
Memorial Day
•
Christmas Day
•
Independence Day
•
•
Labor Day
One additional holiday per year
designated by administration
•
Thanksgiving Day
The UNI Holiday Calendar can be found at http://www.uni.edu/hrs/mybenefits/holidays.
15.2 Sick Leave
P&S staff accrue sick leave at the rate of twelve (12) hours per month of service. The
P&S staff member serving with a term, contract, provisional, probationary, or continuing
service appointment of half-time or more for no less than an academic year will accrue
that fractional portion of the full-time entitlement. Sick leave is cumulative and accrues to
an unlimited maximum.
Sick leave benefits do not apply with periods of illnesses or injuries during vacations and
paid holiday periods. However, if a staff member is hospitalized while on his/her
vacation, the staff member may use sick leave for those days actually confined to a
hospital.
15.3 Sick Leave Vacation Conversion Benefit
While there is no maximum limit on the amount of unused sick leave that may be
accumulated, P&S staff members may elect, once thirty (30) days (240 hours) have
accumulated to have with conversion one-half day (4 hours) added to their accrued
vacation leave account in lieu of adding one and one half day (12 hours) to their accrued
sick leave. The sick leave to vacation conversion form can be found at
http://www.uni.edu/uni-forms#S.
All leave time chargeable to sick leave benefit causes the otherwise qualified P&S staff
member to be ineligible to have the conversion option for the month in which such claim
occurs. Instead, the employee will receive their sick leave accrual for that month.
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P&S Staff Guide
15.4 Court and Jur y Ser vice Leave
When a staff member is required to appear as a witness or serve as a member of a jury
in connection with public or private litigation, he/she will be entitled to regular
compensation provided pay received for such service (other than travel or personal
expense reimbursement) is surrendered to the University cashier. Such leave is to be
noted on the monthly timecard.
15.5 Famil y Caregi ving Leave, Funeral Leave, and Pallbear er Leave
A department head may grant a P&S staff member time off with pay:
•
In the case of death in the staff member's immediate family, not to exceed three
(3) days for each occurrence; for an individual engaged on an unpaid basis in the
functions of a funeral, not to exceed one (1) day for each occurrence, and not to
exceed two (2) days a year; in the event of an emergency for the temporary care
of ill or injured members of the staff member's immediate family not to exceed an
accumulation of five (5) days a year.
•
All such time off is charged to the staff member's accumulative sick leave. Such
time will not be granted in excess of accrued leave. For the purposes of this
policy, immediate family is defined as, and limited to, the employee’s spouse,
children, grandchildren, foster children, stepchildren, legal wards, parents,
grandparents, foster parents, stepparents, brothers, foster brothers, stepbrothers,
sons-in-law, sisters, foster sisters, stepsisters, daughters-in-law, aunts, uncles,
nieces, nephews, first cousins, corresponding relatives of the employee’s
spouse, and other persons who are members of the employee’s household. Such
leave is to be recorded on the monthly timecard.
15.6 Vacation Leave
Full time (12 month) P&S staff members with other than a temporary appointment
accrue 22 days of vacation and two (2) personal holidays per year. Vacation usage is
not permitted in excess of the staff member's current vacation balance. Vacation leave
may be cumulative to twice the annual entitlement and is granted, upon the staff
member's request, at the discretion and convenience of the employing department. The
University reserves the right to require a P&S staff member to take vacation leave
whenever in his/her judgment such action would be deemed by the administration to be
in the best interests of the institution and the staff member. No staff member is required
to reduce his/her accrued vacation leave to less than one week by such action.
For P&S staff members in nine (9), ten (10) or eleven (11) month appointments with a
schedule of at least twenty hours per week, a prorated amount of the two (2) personal
holidays per year is accrued per the chart below. A prorated amount of the twenty-two
(22) days of vacation is credited in the salary compensation, but is taken during periods
not scheduled to work per the P&S Service Schedule.
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University of Northern Iowa
P&S
Appointment
Category
Annual
Personal Day
Accrual
Monthly Personal
Day Accrual
Vacation Days
Credited In
Compensation
11 month
10 month
9 month
1.74 days
1.54 days
1.4 days
1.16 hours for 12 months
1.23 hours for 10 months
1.12 hours for 10 months
19 days
17 days
15 days
15.7 Militar y Leave
Employees who are members of the National Guard or a Reserve component of the
United States Armed Forces will be continued in the employ of the University for such
military service for as long as re-employment rights exist under the law and provided
return to active University employment occurs within the time specified. There is no loss
of regular earnings during the first thirty (30) days of a military leave of absence. For
more information about military leave, visit
http://www.uni.edu/hrs/mybenefits/military-leave.
15.8 Adoption Leave
A newly adoptive parent is entitled to five days paid leave chargeable to accrued sick
leave.
15.9 Famil y Medical Leave Act
The University complies with the Family Medical Leave Act (FMLA). Please refer to
http://www.uni.edu/hrs/mybenefits/fmla for more information or view the full FMLA policy
at http://www.uni.edu/policies/449
16.0 Employee Assistance Program
The Employee Assistance Program (EAP) is a program
provided by your employer to help you in your personal and
professional life.
EAP is a service that offers initial assessment/referral and
short-term counseling for employees and their immediate, tax
dependent family members, and/or those family members
covered on the employee's health insurance plan. EAP can
address personal problems that may be affecting
relationships, health, and work performance. Up to six
sessions per problem can be made to assist you. You or an
immediate family member can talk to a professional EAP
counselor about: relationship difficulties, grief and loss, alcohol
and drug abuse, depression, family conflicts, anxiety, financial
27
To contact EAP
call toll free at
1-800-327-4692.
P&S Staff Guide
problems, parenting issues, and stress and gambling concerns. Services available
through EAP include 24-hour telephone access; in-person appointments; life coaching;
financial and legal consultation; elder care resources; and webinars and newsletters.
Visit the EAP website at http://www.efr.org/workplace/eap to access articles and other
resources to help you learn about health and nutrition, balancing work and family,
managing stress and more. For more information about EAP, please visit
http://www.uni.edu/hrs/mybenefits/eap.
17.0 Learning and Development
17.1 Learning and Professional Development
University training and staff development programs are designed to increase the
effectiveness of personnel through activities which contribute both to individual
development and to overall organizational performance. There are University sponsored
programs in addition to external training opportunities. There are also specific programs
that departments may offer to their employees.
MyQuickCoach is an e-learning resource available to all UNI faculty and staff. This
online tool is filled with short, focused educational videos and articles--providing you
valuable information when you need it. You have 24/7 access to over 1,300 lessons on
subjects ranging from leaving a great impression on the phone to strategic planning.
Access to the broader library will expose you to new ideas and give you the tools to
make effective and efficient decisions on the job.
The Lynda.com Online Training Library® is a constantly growing and evolving body of
training video tutorials designed to help you learn what you want, when you want it. UNI
students, faculty and staff have access to over 1,100 courses and 66,000 tutorials
organized by subject, software, and instructor.
Human Resource Services (HRS) also has a collection of books on various personal
development, well-being, and supervisory topics available to check out. Stop by 027
Gilchrist to browse or to check out a book or contact the HRS at (319) 273-2422 or hrstraining@uni.edu to discuss how to develop or enhance your skills.
17.2 Staff Tuition Reimbursement Program
The purpose of the Staff Tuition Reimbursement Program is to encourage continual
learning and educational development by providing tuition reimbursement to eligible
Merit and Professional & Scientific staff for coursework taken from an accredited postsecondary institution.
Tuition Reimbursement may be made available for courses offered by the University of
Northern Iowa (UNI) or other accredited post-secondary institutions. The program is
28
University of Northern Iowa
available to Merit and Professional & Scientific staff members holding a non-temporary
position appointment of at least twenty (20) hours per week and having at least one year
of continuous non-temporary University service. The qualified tuition-only reimbursement
for undergraduate credit courses provides one hundred percent (100%) of the tuitiononly cost for the course without exceeding UNI’s resident tuition rate. The number of
undergraduate awards will be determined by the amount of funding allocated for the
Program each year. The qualified tuition-only reimbursement for graduate credit
provides no less than ninety percent (90%) and up to one hundred percent (100%)
coverage without exceeding UNI’s resident tuition rate. The number of graduate awards
and percent covered will be determined by University funding availability. A staff member
may qualify for up to twelve (12) credit hours of approved study per academic year, not
to exceed six (6) credit hours in a single academic semester or session under the
Program. Regular academic and admission requirements must be met in order to qualify
for the Program. For more information about this program, please visit
http://www.uni.edu/hrs/pd/strp.
18.0 Other Employee Resources
18.1 Emplo yee Well -being
The mission of UNI Employee Well-being is to enhance the well-being of UNI faculty and
staff through holistic programs and initiatives that support a healthy lifestyle and create a
healthy environment in which to live and work. Employees are offered free flu
vaccinations, biometric screenings, and smoking cessation services. The program also
includes an annual Benefits & Well-being fair, on-campus health and well-being
challenges and educational learning opportunities. Employees have the option to use the
Wellness & Recreation Center by paying an annual user fee. Employees also have
access to fitness and leisure classes, personal trainers, adult and youth swim lessons,
CPR and first aid classes, and over-the-counter products through the Student Health
Clinic. For more information, visit www.uni.edu/hrs/wellbeing.
18.2 Recreation Ser vices
Recreation Services offers employees the opportunity to use the on-site fitness facilities
by paying an annual user fee. Employees have access to fitness and leisure classes,
personal trainers, adult and youth swim lessons, CPR and first aid classes, and overthe-counter products through the Student Health Clinic. Visit UNI Recreation Services
for more information on the services offered.
18.3 Child Development Cent er
The UNI Child Development Center (CDC) is a non-profit early learning facility designed
to meet the needs of young children by providing quality programming within a safe and
29
P&S Staff Guide
nurturing environment. The program serves as an educational laboratory for UNI
students majoring in Early Childhood Education and other related fields, facilitating the
students’ learning about young children. Each of the five classrooms has two licensed
teachers and several UNI student assistants for a high quality adult to child ratio. The
mission is to provide a nurturing and safe environment to support learning for the
families and students of the University and community by three interwoven elements:
age appropriateness, individual appropriateness, and cultural/social appropriateness.
The curriculum is based on accepted theories of child development such as Piaget,
Vygotsky, and Erikson, with a Reggio Emilia emphasis. The curriculum is individualized
to meet the needs of every child with full inclusion of children with special rights. Each
family’s culture is respected and family members are encouraged to participate in the
program. The program participates in the Child and Adult Food Care program serving
nutritious meals and snacks included in the cost of tuition.
The CDC shall be open from 7:30 a.m. to 5:30 p.m. Monday through Friday during the
academic year. Summer hours are Monday through Friday 7:00 a.m. to 5:00 p.m. The
CDC serves children from six (6) weeks to five (5) years of age. For more information,
contact the Child Development Center Coordinator at (319) 273-3946 or online at
http://www.uni.edu/cdc.
Guide last updated April 2016
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University of Northern Iowa
19.0 Appendix: Contact Information
A
B
C
D
E
F
G
H
I
P
S
Academic Calendar http://www.uni.edu/unicalendar/academic_calendar
Benefits Administrator
Katie Unland
Human Resource Services
027 Gilchrist Hall
(319) 273-2423
katie.unland@uni.edu
Benefits Specialist
Jesse Lahmann
Human Resource Services
027 Gilchrist Hall
(319) 273-2423
jesse.lahmann@uni.edu
Calendar of Events: http://www.uni.edu/unicalendar
Cedar Falls, City of: http://www.cedarfalls.com/
College of Business Administration
325 Curris Business Building
(319) 273-6240
http://www.cba.uni.edu/
College of Education
205 Schindler Education Center
(319) 273-2717
http://www.uni.edu/coe/
College of Humanities, Arts & Sciences
266 Communication Arts Center
(319) 273-2725
http://www.uni.edu/chas/
College of Social and Behavioral Sciences
17 Sabin Hall
(319) 273-2221
http://www.uni.edu/csbs/
Compliance and Equity, Office of
117 Gilchrist
(319) 273-2846
http://www.uni.edu/equity/
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P&S Staff Guide
Employee Health & Well-being Coordinator
Therese Callaghan
Human Resource Services
027 Gilchrist Hall
(319) 273-6164
therese.callaghan@uni.edu
Employee Assistance Program
Toll free at 1-800-327-4692
http://www.uni.edu/hrs/mybenefits/eap
Employment
Jobs@UNI: http://jobs.uni.edu/
Form Repository
https://java.access.uni.edu/FormsRepository/faces/formList.jspx
Graduate College
122 Lang
(319) 273-2748
http://www.grad.uni.edu/
Human Resource Services, Department of (Staff Contact Information, page 5)
027 Gilchrist
(319) 273-2422
http://www.uni.edu/hrs/
Inside UNI: Updated daily offering timely news and announcements. Inside UNI is
customized for faculty and staff, current students and the media.
http://www.uni.edu/resources/faculty-staff
Iowa Code: https://www.legis.iowa.gov/law/iowaCode
Payroll, Office of Business Operations (Staff Contact Information, page 24)
103 Gilchrist
(319) 273-2656
http://www.uni.edu/obo/payroll
Provost’s Office
Dr. James Wohlpart
Seerly 020
(319) 273-2517
http://www.uni.edu/vpaa/
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University of Northern Iowa
Substance Abuse Services
Mark Rowe-Barth
Associate Director/Student Wellness
Health Education
(319) 273-3423
www.uni.edu/subabuse
UNI Administration Information
http://www.vpaf.uni.edu/vpaf/
UNI Directory: Search for employee/student contact information
https://java.access.uni.edu/ed/faces/searchAll.jsp
UNI General Catalog: Contains specific information about courses and curricula, UNI
history, admissions requirements, & housing and financial aid information.
http://www.uni.edu/catalog
UNI General Info
1227 West 27th Street
(319) 273-2311
www.uni.edu
UNI Home Page: http://www.uni.edu/
UNI Public Safety
030 Gilchrist Hall
On-campus: (319) 273-4000
Off-campus: 911
http://www.vpaf.uni.edu/pubsaf/police_division/
Waterloo, City of: http://www.waterloocvb.org
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